Employee Performance (4)
It's no secret that Performance Improvement Plans (PIP) don't work. As a business, you’ve likely implemented PIPs when an employee’s behavior didn't meet your expectations. For instance, take an employee who has been consistently late to work. You've talked to them about their late arrivals multiple times. You've told them in no uncertain terms how their job impacts the work of others and how they need to be there on time in order to effectively meet the needs of the customer. You’ve left those meetings believing that they understood, but then they show up late once again.
Colorado is burning. This year, our state has experienced its three largest wildfires in recorded history, with two of those fires still active as of this writing. Last week, one of the wildfires grew 100,000 acres overnight. Towns were evacuated. National Parks were closed. Houses were lost. People died.
To Review or Not Review...Why Is That The Question?
The great HR debate has resurfaced. Should a company conduct formal employee performance reviews or should they provide employees with on-going feedback? Many are opting to do away with the formal reviews and develop a system of on-going feedback instead. I have to say I have never understood what the fuss is all about. Why do you have to choose?
In my travels as a consultant, I’ve noticed companies are beginning to feel a slight ease in the economic burden, but are still uncertain of the future. The management teams are looking toward giving pay increases, but are very cautious about making sure the process makes sense. I was recently asked: How can performance appraisals be used to establish pay raises?